A staggering 87% of employees worldwide are not engaged at work. The world has a crisis of engagement -- one with serious and potentially long-lasting repercussions for the global economy.
But it doesn't have to be this way. In the 1990s, Gallup's groundbreaking research identified the most important factor in helping companies grow -- employee engagement -- and developed its influential Q12 survey that included 12 actionable workplace elements that link to sales growth.
Gallup experts work with large organizations in industries including banking, finance, hospitality, healthcare, automotive, manufacturing, transportation, retail and many more to build enterprise-wide consulting solutions to maximize employee engagement. The level of employee engagement among our best clients, the winners of the 2014 Gallup Great Workplace Awards, is five times the international average.
Gallup standard programs range from $5 - $50 per employee depending upon the unique demands of your organization, with a survey only version available for small-to-medium sized enterprises at $15 per employee. The measurement includes our gold standard Q12 for global benchmarking and 10-to-25 additional question items chosen by you based upon your organization's unique needs.
As the pioneer in the employee engagement movement, Gallup has consistently found powerful links between employees who are engaged in their jobs and the achievement of crucial business outcomes. Companies with highly engaged workforces outperform their peers by 147% in earnings per share and realize:
- 41% fewer quality defects
- 48% fewer safety incidents
- 28% less shrinkage
- 65% less turnover (low-turnover organizations)
- 25% less turnover (high-turnover organizations)
- 37% less absenteeism
A highly engaged workforce means the difference between a company that thrives and one that struggles. When employees are engaged, they are passionate, creative, and entrepreneurial, and their enthusiasm fuels growth. These employees are emotionally connected to the mission and purpose of their work. When employees are not engaged, they are indifferent toward their jobs -- or worse, outright hate their work, supervisor, and organization -- and they will destroy a work unit and a business.